Chicago, Baltimore and Philadelphia are three examples of markets that struggle with a lot of violence in the streets. In these cities there is a “Stop snitching” culture, a suggestion that you should not cooperate with the authorities by sharing information about violent incidents and in some areas it has become so prevalent that t-shirts reflecting the anti-snitching message have been made and sold. 
The criminals and bullies become common place and have more influence than the law, their actions go unreported and they will ultimately not be held accountable for their actions. This anti-snitching philosophy also comes into many workplaces when criminals, or at least people who haven’t been found guilty yet, and bullies are the employees sitting in the cubicle next to you or the next office. Or even the boss.
A “see something, say nothing” culture becoming prevalent in the workplace increases the chance for violence in the workplace. Individuals seeing something and then not reporting it or organizations, intentionally or not, discouraging the active reporting of concerning actions and behaviors are not good. So what is an organization supposed to do to change a “see something, say nothing” culture to a “see something, say something” culture?
Start by taking a look at the organizational culture, policy and practices, and if necessary, change them. When the two are not aligned, culture will always trump policy of an organization.
Take a look at these areas that should be reviewed, analyzed and worked on collectively to change if needed.
1. Tame Senior Management Bully Squads – If the people in charge are bullies and foster a bullying culture in the workplace, this will work it’s way down and alter the work culture in a very negative fashion. With a bullying culture in place, productivity, teamwork and creativity will not be fostered. These are three vital objectives for any company. Leaders might want to consider company wide surveys to poll employees anonymously. If employees know that they can truthfully share their frustrations and feedback anonymously, without having to fear losing their jobs, real changes can be made.
2. Create Leadership Development Programs – A well-defined leadership development program that nurtures in-house talent makes employees feel like they are more connected to the businesses and empowers employees to be more engaged, creative and connected. It also eases the chain of succession. Every company is different of course and therefore, so is there leadership development program but the end goal is all the same. For employees to have an opportunity to improve their skills have access to promotional opportunities and feel like they are part of a community within their company.
3. Develop Culture of Openness – With a culture of openness, companies can provide and receive feedback. After a company has begun developing an open culture, it is possible to have a 360-degree feedback initiative that can be a valuable option for a company. If there is still a “see something, say nothing” culture in the workplace, employees won’t be forthcoming because they will be afraid that their confidences will be betrayed.
4. Establish Reporting Mechanisms – An organization needs to establish clear reporting lines. They should be communicated frequently and made clear in policies and procedures.
In order for leaders in the workplace to be successful and effective, you must be able to gain the trust of the people who work for you. When people feel that they are in a safe and secure environment, they are able to achieve great things and have success. Building a culture where employees feel safe will help them to be more productive and flourish creatively. Employees will feel empowered to do something about workplace violence when they have an understanding of the range and varieties of workplace violence and it’s warning signs. A winning formula for the organization and the individual both is a culture actively exhibiting healthy behaviors and practices with a zero-tolerance policy for any inappropriate or troubling behaviors. Employees who feel safe in their work place are productive employees.
Published by Conselium Executive Search, the global leader in compliance search.
